Evaluación de factores de riesgo psicosocial en empresa de servicios petroleros, a través del método FPSICO y su propuesta de intervención

Abstract

Special psychosocial risk factors are present in the operations base of a transnational oil services company, at Puerto Francisco de Orellana, Ecuador. This work is intended to analyze employee’s perception about psychosocial risks at their work environment and how they can affect their health. The company does not have any statistics, indicators, or previous psychosocial risk investigations. The FPSICO questionnaire was applied in this investigation, which revealed that employees identify mental (work) load, time-management autonomy, and interest for the employee as the three most important psychosocial risks in their environment. Based in those results an intervention plan is proposed with actions that include a review of work shifts, an analysis for new hires and promotions requirements, a proposal of “no alterations to vacations” policy and more investment in training. Objectives: Identify and analyze employees’ perception regarding psychosocial risk factors present in the work environment of a transnational oil services company, and how those factors can affect their health. Propose an intervention plan based in the results of the study. Method: Psychosocial evaluation questionnaire based in the FPSICO method. Results: Global results show that employees identify three psychosocial risk factors as the most problematic: mental load with 39.31% in harmful situation and 53.14% in intermediate situation, time-management autonomy with 14.15% in harmful situation and 34.28% in intermediate situation, and finally interest for the employee with 2.83% in harmful situation and 17.30% in intermediate situation. Conclusion: Most risky psychosocial factors in the analyzed oil services company are mental load, time-management autonomy and interest for the employee. Based in those results an intervention plan is proposed with actions that include a review of work shifts, an analysis for new hires and promotions requirements, a proposal of “no alterations to vacations” policy and more investment in training.